05 Jan 2016
A great way for businesses to boost their public image and attract talent is to adopt the Living Wage before they legally have to in April 2016 (for workers over the age of 25). However, in a super PR and HR move, supermarket Lidl has announced that they are going to go beyond this enforced rate six months sooner. From 1 October 2015, Lidl will actually be paying the rate recommended by the Living Wage Foundation (except to store workers in Northern Ireland); £1 more per hour than April 2016’s National Living Wage rate of £7.20 per hour for over 25s. In an interview for HR Magazine, Ronny Gottschlich (Lidl UK CEO) said: “We recognise that every employee forms an integral part of team Lidl, and each individual’s contribution is valued. It’s therefore only right that we show our commitment, in the same way that the team commit to the business and our customers each and every day, by ensuring a wage that supports the cost of living.” Is this a view that your organisation also adopts? If so, it may be time to… Stock up on your Living Wage knowledge Croner has a specialist pay and benefits team that can offer advice on the Living Wage, as well as reviewing and benchmarking your pay structure. Although paying the Living Wage is favourable, you may not be able to afford offering this level of increase to everyone in your organisation. So, how do you handle the pressure to maintain pay differentials across the organisation when implementing the Living Wage – and still control the pay bill? To find out or for further advice around the Living Wage, please contact Clare Parkinson on 01785 826 251 or e-mail firstname.lastname@example.org.
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